In this episode we talk to Dasa Suissa about mindset and how it affects employees and leaders in an organization. We also discuss conscious or unconscious beliefs that impact our behaviour and productivity.

Mindset and culture are interrelated.

Who is responsible for changing the mindset within an organization?

How do you start with to change the mindset in your organization?

Dasa is a Leadership Development Facilitator, Culture Transformation Facilitator, Employee Engagement Consultant, HR Capability Development Facilitator. She is also a Lecturer at the Charles university in Prague where she teaches several HR and adult development related subjects.

“The role of leaders and organizations is to create conditions so that the employees can really thrive and build on their initial level of engagement”. - Dasa Suissa

How can companies start to engage employees?

How do you treat your employees? Like an adult, a commodity or as human beings?

We had the pleasure to sit down and talk to Dasa Suissa. Dasa is a Leadership Development Facilitator, Culture Transformation Facilitator, Employee Engagement Consultant and an HR Capability Development Facilitator. She is also a Lecturer at the Charles university in Prague where she teaches several HR and adult development related subjects.

For more information about Dasa Suissa please visit her website: dagmarsuissa.com

In this episode we talk about some differences between employee engagement and employee satisfaction. We also talk about expressing emotions at work and the effect these can have on our work performance.

Most HR professionals, if asked, would argue employee engagement is important. For HR the goal should always be happy and satisfied employees who do a good job and feel comfortable at work. In reality there seems to be a lack of true commitment to implementation of ongoing employee engagement strategies.

Does your company get a good return on all the time and money it invests in leadership development? Despite the millions spent on developing leaders, many employees – maybe most – are disengaged from their work and not giving it their best shot. That’s often the result of poor leadership.

While virtually every office has leaders, there are only a few that respect and appreciate what it takes to mentor. A mentor is a staff-member who is invested in teaching other employees to grow. In a mentor-based culture, all levels of staff are committed to the mentor philosophy. People come to work with the firm assertion that they will be learning something and in turn, teaching someone else. Colleagues are open and receptive and the workplace is viewed as a safe place to share ideas and express emotion.

We live in a society where speaking your mind or facing difficult issues head-on is often looked at with derision. In team settings, most frustrations are glossed over and people are often told to ‘let things slide’. While rejecting drama and politics can be a productive approach, what happens when a major issue arises? Most companies are not prepared to deal with difficulties, and this often results in mounting tension and persistent dilemmas that obstruct workflow. However, what if you could use science and technology to help solve these important issues in real-time?

When studying the overall culture of a company, and how culture can affect the organization’s bottom line, it’s crucial to understand that many issues arise from the leadership level, and your leadership needs to understand this as well. We take a pretty scientific approach to employee engagement, and understanding it’s role in creating better culture, and improving profit margins. To do so, we break down every organization into five categories, including leadership.